Organizational Excellence Transforming Systems to Advance Equity and Inclusion

Harvard brings together students, faculty, researchers, clinicians, and staff— from every imaginable background—allowing the University to make significant contributions to academic disciplines and fields of study too numerous to name. By creating and supporting infrastructure and systems that convene and nurture this diverse group of thinkers, leaders, scientists, andadministrators across campus, Harvard is prepared to address global challenges with the most innovative, equitable, and inclusive solutions.

Investing in Institutional Change

The Office for Equity, Diversity, Inclusion, and Belonging (OEDIB) supports innovative ideas and actions, convenes stakeholders, and is an information hub for EDIB efforts across campus. Harvard continued to invest in OEDIB as a force for institutional change, adding two new roles to the team. Associate Chief Diversity and Inclusion Officer Alexis Stokes who joined OEDIB in December 2021, leads engagement efforts. To establish metrics that better assess campus-wide progress toward EDIB goals, Associate Director for EDIB Research and Assessment Tim Harrigan joined the team and supports School- and University-based efforts related to EDIB data. Both new positions will allow OEDIB to better coordinate and document EDIB efforts within Harvard’s decentralized environment.

BELOW: Harvard University Dining Services, Harvard University Native American Program, and OEDIB, coordinated with Bryant Rob, a noncampus member of the Wampanoag tribe, to honor Native American Heritage Month with special menus in dining halls throughout November.

Fostering Communities of EDIB Practice

Vital to creating a more inclusive campus climate is a shared understanding of the challenges and opportunities at Harvard. OEDIB convened two leadership groups to share best practices, report progress, promote community engagement, and brainstorm strategic solutions to EDIB concerns from across the community.

In 2022, OEDIB inaugurated the EDIB Leadership Network, consisting of eighty campus administrators with both formal and/ or voluntary EDIB-related roles. Quarterly meetings provide an EDIB-focused forum for a community of “doers” to collaborate and coordinate efforts, share resources and best practices, and provide professional development.

The DIB Leadership Council, a cohort of sixteen DIB leaders, continues to focus on strategic planning efforts. The Council members, who work with School- and Unit-level senior leadership, gather monthly to provide progress updates, set goals, and share current ideas from their communities, in addition to addressing emerging issues and planning for University- wide initiatives. See a full list of DIB Council Members on p. 10 or online: edib.harvard.edu/diversity-inclusion-belonging-leadership-council

Expanding Gender-Inclusive Options for Employees

In collaboration with Harvard Human Resources, Harvard University Information Technology, and the Office for Gender Equity, OEIDB coordinated an initiative to integrate more diverse self-identification options for employees into PeopleSoft, one of Harvard’s internal people management systems. With input from the LGBTQ+ Community Coalition, expanded gender marker, gender identity, and pronouns options became available to employees in July. The deidentified data will be used to improve and inform programing for community members who identify as gender queer. Read more: news.harvard.edu/ gazette/story/2022/07/a-step-toward-amore-gender-inclusive-harvard/

Honoring Heritage and Identity

In August 2021, OEDIB gathered the first Harvard Heritage Months working group. Representatives from across the University meet quarterly to identify heritage acknowledgements to raise awareness about particular cultures or identities, and help guide local-level event planning. These monthly acknowledgments celebrate the many cultures and identities that make up the Harvard community. Partnering with Harvard College, OEDIB developed a calendar highlighting Harvard-wide heritage events and EDIB activities. Learn more: edib.harvard.edu/heritage-months

The Harvard T.H. Chan School of Public Health integrates EDIB and anti-oppressive principles and practices into its core functions. The Office of Diversity and Inclusion, led by Lilu Barbosa, strategically connects with students, staff, faculty, postdocs, and researchers across the School to collaborate on planning, committee work, program implementation, and to identify areas of solutions and growth.

Barbosa’s team has increased transparency through community communications including monthly newsletters, weekly listserv emails, and by making key reports and action plans available online.

“Engagement within the School is essential to our vision and direction of our work. This includes routine engagement with senior leaders, standing agenda items and updates, and cyclical engagement with department leaders and their EDIB committees during the year,” says Barbosa. “This allows us to work on key prioritiesconsistently over time.”

To learn more about EDIB at Harvard Chan School, visit: hsph.harvard.edu/diversity